iii. Evaluation: Fredrick Herzberg created an in-depth theory that allowed managers to have a better feel for what affects their employees. However, there is a major flaw in his theory, a factor that motivates one individual and increases job satisfaction may cause job dissatisfaction for another individual. This is an unfortunate outcome, because it doesn’t allow the managers to have a set list of motivating factors that lead towards satisfaction. They have to really know their subordinates in order to comprehend what makes them motivated.
c. Theory/ Approach 3: Alderfer’s ERG Theory
i. Background: American psychologist, Clayton Paul Alderfer, proposed a theory that further developed Maslow’s Hierarchy of Needs theory. He believed …show more content…
Compare and Contrast 3 Approaches: All of the theories previously mentioned are very solid and help explain and understand this issue, while providing some solutions. In addition, they also have many similarities that make understanding this dilemma even easier. For example, Herzberg’s two-factor theory and Alderfer’s ERG theory focus on motivating individuals by looking at their needs in order to promote a change. This is a prominent comparison because in order for one to understand a challenge, they need to know why people act and behave like they do. Once they understand this, they are able to dissect the problem and work towards a solution. Additionally, all of the theories are able to offer explanations as to why the problem exists. Each has their own perspective, but it helps dissect the issue in order to have a well-rounded explanation. In contrast, the theories differ in a few ways. For example, Herzberg’s two- factor theory only focuses on two sets of needs that need to be met in order for the individual to be motivated, whereas, Alderfer’s theory focuses on three sets of needs. The LMX theory doesn’t focus on needs at all, it focuses on the relationships between the leaders and their subordinates. Most importantly, each theory has a specific focus that differs from the next, in order for a change in behavior or outcome will
c. Theory/ Approach 3: Alderfer’s ERG Theory
i. Background: American psychologist, Clayton Paul Alderfer, proposed a theory that further developed Maslow’s Hierarchy of Needs theory. He believed …show more content…
Compare and Contrast 3 Approaches: All of the theories previously mentioned are very solid and help explain and understand this issue, while providing some solutions. In addition, they also have many similarities that make understanding this dilemma even easier. For example, Herzberg’s two-factor theory and Alderfer’s ERG theory focus on motivating individuals by looking at their needs in order to promote a change. This is a prominent comparison because in order for one to understand a challenge, they need to know why people act and behave like they do. Once they understand this, they are able to dissect the problem and work towards a solution. Additionally, all of the theories are able to offer explanations as to why the problem exists. Each has their own perspective, but it helps dissect the issue in order to have a well-rounded explanation. In contrast, the theories differ in a few ways. For example, Herzberg’s two- factor theory only focuses on two sets of needs that need to be met in order for the individual to be motivated, whereas, Alderfer’s theory focuses on three sets of needs. The LMX theory doesn’t focus on needs at all, it focuses on the relationships between the leaders and their subordinates. Most importantly, each theory has a specific focus that differs from the next, in order for a change in behavior or outcome will